When it comes to engaging teams of remote freelancers to get work done, hiring managers should be careful to avoid acting as “the hub,” or risk losing valuable time coordinating the day-to-day routine of a distributed team. That is unless that talent is able to hit the ground running. The key is to provide enough information and context to help them be a well-oiled machine from day one.

Here are some tips and ideas to help your remote team stay anchored (and stay the course).

Create a communication cadence that works

While you won’t be the hub on a day-to-day basis, you are where the work starts and stops. Communication is a cornerstone of success with remote talent, and it’s important that it be consistent. Too little and you risk being unavailable when they need you; too much and you’re losing the benefit of working with independent experts. However, the right amount on a regular basis can work wonders to keep a team aligned, on track, and unified.

Don’t delay when it comes to answering critical questions or providing feedback. If you are your own team lead, balance team chats with one-on-one check-ins. This helps to make sure each person knows they’re valued, and understands they’re an imperative piece of the puzzle.

Provide suggestions for collaboration and communication tools they need to succeed

Scattered communication and inconsistencies between tools are a couple of the fastest ways to sap productivity and send a team spinning off in different directions. Get everyone on the same page with communication and collaboration tools —whether it’s Google Docs to share comments, Slack chats, Asana project tracking, or Skype video calls. Creating a place for chat-like conversations is helpful for creating more personalized interactions, too.

Using a platform like Upwork keeps communication and project assets all in one place with group chats and file sharing. Transparency is the key here. And, bonus: You can stay in the loop by dropping in and reviewing the progress of the project, following communication threads, and more when it’s convenient.

Create and nurture leadership roles within the team

If your team is large enough to have its own lead, consider whom you put in that role and do your best to empower them as a leader. Having strong individuals working with talent is key to maintaining the communication loop within a bigger team—and delegating responsibilities to them can help the whole team function better as a whole without frequent supervision.

Have the “leadership style” chat early on to create some awareness around the issue. This will help you and your team lead identify his or her style, strengths, and weaknesses early on so they can best leverage their energy as a leader—and get support from you where they need it. There are many different leadership and learning styles, so having a quick tete-a-tete about the subject can get you both on the same page.

Encourage meetings and drop in when it’s most helpful

Suggest that team leaders implement meetings when (and how) it works for them, then join when it’s relevant or helpful. Meetings are when the relationship building among a team happens, providing individuals with a space to bring topics to the table and building personal relationships. They may opt for weekly meetings with a set agenda to discuss open issues, or augment team meetings with individual one-on-one calls to discuss specific topics. Whatever the cadence and style they choose, consistency is key.

Tip: If you have a lead, don’t be surprised if interactions with the team “skips a level.” Your team may become more comfortable communicating directly with the team lead, but you’re not out of the loop just because you receive updates second-hand. Every team will be different, and you’ll likely have to experiment a bit before you find the exact recipe that works for you.

Encourage recognition of a job well done

Stay in the loop when it comes to the team’s performance so you can give them a public shoutout when they consistently hit targets or exceed goals. This recognition might be direct to an individual, to their immediate peers, or the team as a whole, and it can do a lot to boost motivation and morale. You might even opt to tack on a VP or director in the organization, which not only gives the team or individual a pat on the back, it boosts the visibility of your team’s efforts and successes to those in higher-level roles.

Keep an eye out for potential burnout

When signs of burnout become apparent—whether it’s errors slipping through or a loss in morale—it’s likely already set into some degree. That’s why it’s important to keep an eye out for triggers of burnout before it happens. Even a well-functioning team with high output can get road weary and let things slip through the cracks.

The good news is burnout is avoidable by taking a few steps to prevent it. Watch for team members who are working extra long hours or tackling the same deliverables routinely. Switch things up with cross-functional projects, dial back their workload, or give them some time off—this won’t only help to ward off burnout, they’ll likely appreciate that you’ve got their back.